Setting the Stage for Strategic Compensation and Bases for Pay

The United States should focus on fixing itself up for example, the public school system. In America it is illegal to deny free public education to children, however the United States hasn’t paid enough moral attention to it’s public schools. Public education in poorer urban and

The government is truly no help to us. We could handle ourselves perfectly fine the way we are going. But the way the government keep spending when there is no money at all left is crazy. The current debt of America is over $17.9 trillion would this take more than 398 million years of working at the average wage to pay off. Which is insane for anyone to do. This started in the Gilded Age all the way up to now.

For the most part, a company’s compensation policy aims to ensure that employees are compensated in a fair and competitive manner. However, the compensation objectives employed by different companies can vary widely. This is especially true when taking into account wages vs. skills, competitor salaries, pay-for-performance, and other elements of compensation, like overtime, incentives, etc. (Snell, Morris, & Bohlander, 2015).

In past years the government have done many things to put us where we are like in debt, war, and a low natural element supply. Our government contributes an enormous amount of money to our nation, with government assistance, land and exported products which cause us to go into debt crisis over eighteen billion dollars

The right compensation program will depend on the organization’s business strategy and goals. To achieve these, an organization must recruit and select the best possible employees. To attract such employees, there must be an attractive compensation plan. Competitors will be offering different payment options, this may be based on pay rate or special perks, and a company’s stock options. Organizations must be aggressive yet reasonable to compete with competitors. Retaining and encouraging employees to perform at their best may be achieved through an immediate incentive award

Poverty in the United States has been on the rise for many years, especially after the 2007 recession. The nation 's poverty rate is currently 15.1% which is the highest since 1993. Ever since the recession, the poverty rate has gone up 2.6% from 2007 through 2009. In 2006, 36 million Americans were living under poverty but that number rapidly rose to 46 million in 2012. The United States continues to provide billions of dollars in foreign aid to other countries even though 46 million Americans are living under poverty. The United States should provide less funding for international foreign policy because it is statistically proven that money spent on foreign aid is not as effective as money spent on programs in the United States.

The problem we are having seems to be there is no dent in the poverty level of America. The U.S. Census indicates that the government spent $871 billion on assistance in 2010. That is nearly $9,000 for every poor and/or low-income person in America. (Rector and Sheffield) The problem which occurs is what people are expected to pay out is higher than what they are bringing in. Where does the government need to start? President Johnson intended the war on poverty to help Americans become self-sufficient but unfortunately the people who are receiving the help are becoming dependent on the help. The standard of living keeps increasing so the help to reach that goal also

America is a great nation that posed as a symbol of happiness and freedom for many people around the world. The government provided the people with many benefits for needy people, such as free health care plan, food stamp, etc. all of those good stuffs is provided to the people that are living in the U.S. However, that is also making people became lazy and abuse the welfare system. One example is that how teenage mothers are not avoiding teen births, most of them are having more babies at the age of eighteen to nineteen again after having an offspring already at the age of fifteen to sixteen. Evidence of teen pregnancy rates in our country today is so

When making compensation decisions, whether it is internal or external, comparisons must be considered. However, employers must carefully balance pay structures, because internal and external comparisons may not converge. Therefore, employers may differ in the way they place priorities on internal and/or external comparison data when they are developing pay structures.

Unfortunately the United States is not as focused on the greater good of everyone as a whole, people are more focused on making sure the poor can live extravagant lives. I do understand in certain circumstances families do need assistance (my family desperately needed help and we received

To date we have developed a point system to define full time work and benchmarked with NAIS data for pay in the North-East (outside Manhattan.) We have created a matrix for a three tier pay system based upon experience and qualifications as a result (along with board support) we have been able to increase pay by 3%. Currently we have increased the lowest median beginning pay scale by $1,000 on average. By 2015 we will be able to increase pay by 6.5% as we refine our tiered system for publication. By 2016 our goal is to increase pay by 10%.

This paper will examine setting the stage for strategic compensation and bases for pay. There are three main goals of compensation departments: internal consistency, market competitiveness, and recognition of individual contributions. Internally consistent compensation systems define the relative value of each job among all jobs within a company. (Martocchio, pg. 22, 2011) With this system companies want employees to be paid more based on their qualifications and responsibilities. They believe someone with less experience should be paid differently. To determine such evaluation companies use job analysis in order to provide job descriptions. The job evaluation is to determine pay according to a particular position. Market-competitive

1. Sullivan & Cromwell associates are likely to find the pay structure fair. Likely comparisons would be with similar positions at other law firms at similar locations. Sullivan & Cromwell, for example, operates mainly in New York, which means salaries could most reasonably be compared with other law firms at this location. Furthermore, the company is very forthcoming with its pay structure, offering a complete and thorough display of its pay structure for different positions online (Glassdoor, 2012). Some salaries are offered per year, while others are offered on an hourly basis. A 6th-year attorney, for example, is paid on an annual basis, while a paralegal associate would be paid per hour. Salaries are also varied according to the complexity and seniority level of the position.

Although research generally confirms that pay-for-performance plans can influence greater outcomes, it is unclear how effective different pay plans are relative to each other (Park, 2012). Like most things in business, compensation is something that requires evaluation, study, assessment, strategy, modeling and integration.  Achieving a pay for performance culture does not happen without paying attention to the behaviors, activities, rewards and motivations that have to be linked and reinforced through a well engineered and successfully executed process.  Actually if that process does not tie rewards to shareholder financial objectives, employ the proper mix of compensation elements, result in meaningful dollars, embrace performance that employees can impact and are effectively communicated and reinforced, then the results it produces will likely fall short (Vision Link Advisory Group, 2013).

Pay for performance is to link employees’ salary or salary increase to his or her performance. It seems to be a reasonable or attractive idea but it often does not work well in organizations. Please use at least 4 motivation theories or models to explain why pay for performance may not work as expected—particularly in government and nonprofit organizations.